HR Pulse - Spring 2008 - (Page 54) TAP INTO FOR YOUR NEXT NURSE LEADER! Recruiting top-notch nurse leaders is more competitive than ever before. Doesn’t it make sense to recruit among the membership of the nation’s leading organization for nurse leaders? >> LEAVE INTERACTION AUDIT Find high-quality candidates for your nursing leadership positions through the AONE Online Career Center, the most targeted source of nursing leadership jobs. AONE’s membership represents the top levels of nursing leadership, including: Chief Nursing Officer Vice President of Nursing /Patient Care Services Director of Nursing Director of Emergency Services, Critical Care Services and other clinical departments Director of Professional Practice Nurse Manager Nurse Consultant Other nursing leadership professionals And when you advertise your nursing leadership positions on the AONE Online Career Center, you can also search an online database of resumes from qualified individuals looking for positions in nursing leadership. Visit us today and find out about our competitive rates and packages. Then tap into AONE for your next nurse leader! www.aone.org/aone/edandcareer/career_center.html a huge amount of work due to various other medical issues and leaves, the personal leave of absence may still need to be granted. If such leave is in the policy book and available, it may be a reasonable accommodation to grant the additional leave in an effort to allow Fred to gain control over his migraines. Even though open-ended leave may not be a reasonable accommodation, if you have the personal leave of absence available, how are you going to be able to effectively argue that granting the leave to Fred is an unreasonable hardship upon the company? It is true you probably do not want to do so since he has already been out on the various leaves, but to deny the accommodation now would certainly look suspicious to any jury listening to Fred’s case. Scenario Four Fred comes back to work after the personal leave of absence. By now it has been about 14 months since Fred first applied for FMLA leave for his intermittent absences. Fred seems to be doing well, but one morning comes in shaking and saying that his partner threatened him with a gun last night and Fred needs to find another place to live. He hands you the police report because he knows it sounds suspicious. Fred returns to work the next day (Tuesday) and says things are straightened out, except he has to take time to talk with the police. He also needs to deal with the court to get an emergency restraining order. He will need the rest of the week to deal with these things. Fred has two days of leave accrued that he has not used. The next week Fred comes back to work. He has a place to live, and he has the emergency orders in place. Because of the stress, however, his migraines are again out of control. He is taking new medication that makes him sleepy. He continues to work but is late one out of every five mornings. He says it is due to his medication. He once again applies for FMLA. The problem is Fred has not worked enough hours in the last year to qualify for FMLA. Before you can deliver that notification, though, you receive a call from the supervisor. Fred has separated his bad shoulder while transporting an obese patient. Analysis Here we go again. This is the sort of scenario that drives HR people crazy. You 54 HR Pulse Spring 2008 http://www.aone.org/aone/edandcareer/career_center.html
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